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What You Should Know RHODE ISLAND CHILD LABOR LAWS Both Rhode Island State and Federal laws regulate the employment of minors. These laws were written to protect younger workers from long hours and hazardous jobs. By following the laws, younger workers can EARN SAFELY and GAIN EXPERIENCE! DLT is an equal opportunity employer/program. Auxiliary aids & services are available upon request to individuals with disabilities. TTY via RI Relay 711 You MUST have a Special Limited Permit to Work form to be employed if you’re 14-15 You MAY need a form to be employed if you’re 16-17 Jobs in which youth CANNOT be employed include: • Manufacturing Various Products • Mining • Logging and Sawmilling • Wrecking Demolition and Shipbreaking • Any job requiring Operating Power-driven Machines • • Excavating • and more Roofing Jobs in which youth CAN be employed include: Retail and Sales Advertising Price Marketing and Tagging Bagging and Carrying Out Orders Errand and Delivery Work Cleanup Work Ground Maintenance and more Hours that Youth CAN Work: Up to but not exceeding 48 hours per week / 9 hours per day for 16-17 year olds; Up to but not exceeding 40 hours per week/8 hours per day for 14-15 year olds Not before 6:00 AM or after 11:30 PM on School Days, or after 1:30 AM the night before a school day for 16-17 year olds. There is no curfew for non-students. Not before 6:00 AM or after 7:00 PM for 14-15 year olds. The curfew is 9:00 PM during school vacations. Must have an 8-hour rest between the end of one shift and the start of the next shift To Get Working Papers: Visit your local school department with proof of your age (Birth or Baptismal Certificate, Driver’s License, Passport, School Records) They will issue your Ageor Special Limited Permit to Work form depending on your age Rhode Island Department of Labor and Training For More Information: Phone: (401) 462-8550 | Fax: (401) 462-8530 Web: www.dlt.ri.gov/ls/childlabor.htm | E-mail: [email protected] For Federal Information: US Department of Labor, Wage and Hour | Phone: (866) 4US-WAGE | Web: www.youthrules.gov You must be 14 years old to work legally in Rhode Island BAN-THE-BOX Attention Employees MINIMUM WAGE - RHODE ISLAND Effective January 1, 2019 For more information on the Rhode Island Minimum Wage Law Call (401) 462-WAGE (9243) or visit www.dlt.ri.gov/ls Labor Standards Unit Rhode Island Department of Labor and Training OVERTIME PAY - At least 1 1/2 times your regular rate of pay for all hours worked over 40 in any one work week. Note: The law contains exemptions from the minimum wage and/or overtime pay requirements for certain occupations or establishments. *Learners and Handicapped workers may be paid less than the applicable minimum but only under certificate issued at the discretion of the Director of Labor and Training. MANDATORY NURSE OVERTIME- Pursuant to RI Law §23-17.20-1 et. seq., a hospital may not require certain nurses and certified nurse assistants to work overtime except in an unforeseeable emergent circumstance MINIMUM SHIFT HOURS- Any employee requested or permitted to report for duty at the beginning of a work shift must be provided with 3 hours work or 3 hours wages. Employees working in retail establishments must be provided with 4 hours work on Sundays and holidays. CHILD LABOR - You must be at least 16 years old to work in most nonfarm jobs and 18 to work in nonfarm jobs declared hazardous by the United States Secretary of Labor. Youths 14 and 15 may work, with a special permit issued by local school officials, in various jobs outside school hours under certain conditions. Different rules apply to agriculture employment. ENFORCEMENT - The Rhode Island Department of Labor and Training (DLT) may bring criminal action against any employer who pays substandard wages to an employee and seek, upon conviction, a penalty up to $500.00 and/or imprisonment of up to 90 days. Each week an employer fails to pay the applicable minimum wage constitutes a separate violation. Any employer who hinders or delays the DLT Director or authorized representative in the performance of duties in the enforcement of the law, refuses to admit the Director or said representative to any place of employment, or fails to make, keep, and preserve any records as required, or falsifies any such record, or refuses to make such record accessible to the Director or said representative upon demand, or refuses to furnish a sworn statement of such record or any other information needed for the proper enforcement of this law shall be deemed in violation of the law and subject to a fine of up to $500.00. Each day such violation occurs constitutes a separate offense. THE LAW REQUIRES EMPLOYERS TO DISPLAY THIS POSTER WHERE EMPLOYEES CAN READILY SEE IT. DLT is an equal opportunity employer/program, auxiliary aids and services are available on request to individuals with disabilities. TTY via RI Relay 711 Atención Empleados SALARIO MÍNIMO - RHODE ISLAND EFECTÍVO ENERO 1, 2019 PAGO POR HORAS EXTRAS - Por lo menos tiempo y medio de la tarifa regular debe ser pagada por cada hora trabajada, despues de 40 horas, en una semana trabajada. Nota: la ley contiene excepciones desde el salario minimo y el requerimiento de pago por tiempo extra, por decir con certeza ocupaciones y establecimientos. Estudiantes y trabajadores descapacitados talvez puedan ser pagada por debajo del salario minimo, pero solo emitiendo un certificado a la discreción del Director de Labor y Training. TIEMPO EXTRAS OBLIGATORIO PARA LAS ENFERMERAS - Persuadiendo R.I.G.L. §23-17.20-1 et. seq., los Hospitales talvez no sea un requerimiento que las enfermeras certificadas acudan a trabajar tiempo extras con excepcion por un cumplimiento o circunstancias por emergencias. HORAS MINIMAS EN UN HORARIO - Cualquier empleado que se le permita presentarse a su deber de trabajo al comienzo de su horario se le tiene que proporcionar 3 horas de trabajo ó 3 horas de salarios. Empleados que trabajen en establecimientos de ventas deben de proporcionarle 4 horas de trabajo los Domingos y los dias Feriados. TRABAJO PARA MENORES - Deben de tener por o menos 16 años de edad para trabajar en la mayoría de empleos que no sean agrícolas: tener 18 años de edad por lo menos para ser empleados en trabajos que no sean agrícolast pero considerados trabajos peligrosos por la Secretaria de Labor de los Estados Unidos. Los jovencitos de 14 y 15 años de edad pueden trabajar con un permiso especial dado por la escuela local. Hay permisos oficiales para diferentes trabajos fuera de las horas escolares bajo ciertas condiciones. Existen diferentes reglamentos que se aplican a los trabajos agrícolas. HACER CUMPLIR - El Departamento de Labor y Entrenamiento de RI puede tomar acción criminal, en contra de cualquier empleador que tenga deficiente salarios contra un empleado y puede haber una penalidad hasta de $500.00, ó una condena en la cárcel hasta 90 dias. Por cada semana que el empleador falle y no pague los salarios debidos, constribuye a una violación separada. Cualquier empleador que esconda ó retrace el Director (a), un representante autorizado (a) hara cumplir la ley, negarse ó admitir al Director, ó ser el representante de cualquier Lugar de empleo; fallar de hacerlo, mantenerlo, mantener cualquier documento requerido. Falsificar documentos, reusarse a hacer un documento accesible al Director, ó ver al representante demandante, reusarse a terminar de ver la declaración de dicho documento ó cualquier otra información usada adecuadamente en el cumplimiento de la ley. Puede estimar en violación de la ley, y una multa de hasta $500.00. Por cada dia que ocurra una violación esto constribuye a una violación separada. La Ley Exije a los Empleadores este Aviso Sea Exhibido Donde Los Trabajadores Puedan Verlo en el Centro De Trabajo DLT esta en el programa/empleador de igualdad de oportunidades, ayudas auxiliares y hay servicios disponibles para personas incapacitadas que asi lo solicitasen. TTY via RI Relay 711 THIS LAW PROVIDES..... HOURLY MINIMUM WAGE FOR ALL EMPLOYEES $10.50 as of 1/1/19 $9.45 (90% of Minimum Wage) $7.88 (75% of Minimum Wage) $3.89 Full time students under 19 years of age working in a non-profit religious, educational, librarial or community services organization. Minors 14 and 15 years of age working not more than 24 hours in a week Employees receiving gratuities (as of Jan. 1, 2017): DLT - L - 58 (Rev.1/19) Esta ley indica..... SALARIO MÍNIMO PARA TODOS LOS EMPLEADOS $10.50 en fecha1/1/19 $9.45 (90% del salario minimo) $7.88 (75% del salario minimo) $3.89 Estudiantes a tiempo completo menores de 19 años de edad que trabajen en una organización sin fines de lucro com religioso, educativo, bibliotéca o una organización de servicios comunitarios Menores de 14 y 15 años de edad que trabajen no más de 24 horas a la semana Los empleados que reciben propinas (A partir del 1 de enero de 2017): DLT - L - 58 (Rev.1/19) EXCEPT: EXCEPCIÓN: 2020 RHODE ISLAND LABOR LAWS Job Safety and Health IT’S THE LAW! 1-800-321-OSHA (6742) • TTY 1-877-889-5627 • www.osha.gov All workers have the right to: A safe workplace. Raise a safety or health concern with your employer or OSHA, or report a work-related injury or illness, without being retaliated against. Receive information and training on job hazards, including all hazardous sub- stances in your workplace. Request an OSHA inspection of your workplace if you believe there are unsafe or unhealthy conditions. OSHA will keep your name confidential. You have the right to have a representative contact OSHA on your behalf. Participate (or have your representative participate) in an OSHA inspection and speak in private to the inspector. File a complaint with OSHA within 30 days (by phone, online or by mail) if you have been retaliated against for using your rights. See any OSHA citations issued to your employer. Request copies of your medical records, tests that measure hazards in the workplace, and the workplace injury and illness log. Provide employees a workplace free from recognized hazards. It is illegal to retaliate against an employee for using any of their rights under the law, includ- ing raising a health and safety concern with you or with OSHA, or reporting a work-related injury or illness. Comply with all applicable OSHA stand- ards. Provide required training to all workers in a language and vocabulary they can understand. Prominently display this poster in the workplace. Post OSHA citations at or near the place of the alleged violations. Employers must: This poster is available free from OSHA. Equal Employment Opportunity is THE LAW Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations Employers Holding Federal Contracts or Subcontracts Programs or Activities Receiving Federal Financial Assistance Applicants to and employees of most private employers, state and local governments, educational institutions, employment agencies and labor organizations are protected under Federal law from discrimination on the following bases: Applicants to and employees of companies with a Federal government contract or subcontract are protected under Federal law from discrimination on the following bases: RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN Title VII of the Civil Rights Act of 1964, as amended, protects applicants and employees from discrimination in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment, on the basis of race, color, religion, sex (including pregnancy), or national origin. Religious discrimination includes failing to reasonably accommodate an employee’s religious practices where the accommodation does not impose undue hardship. DISABILITY Title I and Title V of the Americans with Disabilities Act of 1990, as amended, protect qualified individuals from discrimination on the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. Disability discrimination includes not making reasonable accommo- dation to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship. AGE The Age Discrimination in Employment Act of 1967, as amended, protects applicants and employees 40 years of age or older from discrimination based on age in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. SEX (WAGES) In addition to sex discrimination prohibited by Title VII of the Civil Rights Act, as amended, the Equal Pay Act of 1963, as amended, prohibits sex discrimination in the payment of wages to women and men performing substantially equal work, in jobs that require equal skill, effort, and responsibility, under similar working conditions, in the same establishment. GENETICS Title II of the Genetic Information Nondiscrimination Act of 2008 protects applicants and employees from discrimination based on genetic information in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. GINA also restricts employers’ acquisition of genetic information and strictly limits disclosure of genetic information. Genetic information includes information about genetic tests of applicants, employees, or their family members; the manifestation of diseases or disorders in family members (family medical history); and requests for or receipt of genetic services by applicants, employ- ees, or their family members. RETALIATION All of these Federal laws prohibit covered entities from retaliating against a person who files a charge of discrimination, participates in a discrimination proceeding, or otherwise opposes an unlawful employment practice. WHAT TO DO IF YOU BELIEVE DISCRIMINATION HAS OCCURRED There are strict time limits for filing charges of employment discrimi- nation. To preserve the ability of EEOC to act on your behalf and to protect your right to file a private lawsuit, should you ultimately need to, you should contact EEOC promptly when discrimination is suspected: The U.S. Equal Employment Opportunity Commission (EEOC), 1-800-669-4000 (toll-free) or 1-800-669-6820 (toll-free TTY number for individuals with hearing impairments). EEOC field office informa- tion is available at www.eeoc.gov or in most telephone directories in the U.S. Government or Federal Government section. Additional information about EEOC, including information about charge filing, is available at www.eeoc.gov. RACE, COLOR, NATIONAL ORIGIN, SEX In addition to the protections of Title VII of the Civil Rights Act of 1964, as amended, Title VI of the Civil Rights Act of 1964, as amend- ed, prohibits discrimination on the basis of race, color or national origin in programs or activities receiving Federal financial assistance. Employment discrimination is covered by Title VI if the primary objective of the financial assistance is provision of employment, or where employment discrimination causes or may cause discrimina- tion in providing services under such programs. Title IX of the Education Amendments of 1972 prohibits employment discrimination on the basis of sex in educational programs or activities which receive Federal financial assistance. INDIVIDUALS WITH DISABILITIES Section 504 of the Rehabilitation Act of 1973, as amended, prohibits employment discrimination on the basis of disability in any program or activity which receives Federal financial assistance. Discrimina- tion is prohibited in all aspects of employment against persons with disabilities who, with or without reasonable accommodation, can perform the essential functions of the job. If you believe you have been discriminated against in a program of any institution which receives Federal financial assistance, you should immediately contact the Federal agency providing such assistance. RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN Executive Order 11246, as amended, prohibits job discrimination on the basis of race, color, religion, sex or national origin, and requires affirmative action to ensure equality of opportunity in all aspects of employment. INDIVIDUALS WITH DISABILITIES Section 503 of the Rehabilitation Act of 1973, as amended, protects qualified individuals from discrimination on the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship. Section 503 also requires that Federal contractors take affirmative action to employ and advance in employment qualified individuals with disabilities at all levels of employment, including the executive level. DISABLED, RECENTLY SEPARATED, OTHER PROTECTED, AND ARMED FORCES SERVICE MEDAL VETERANS The Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4212, prohibits job discrimination and requires affirmative action to employ and advance in employment disabled veterans, recently separated veterans (within three years of discharge or release from active duty), other protected veterans (veterans who served during a war or in a campaign or expedition for which a campaign badge has been authorized), and Armed Forces service medal veterans (veterans who, while on active duty, participated in a U.S. military operation for which an Armed Forces service medal was awarded). RETALIATION Retaliation is prohibited against a person who files a complaint of discrimination, participates in an OFCCP proceeding, or otherwise opposes discrimination under these Federal laws. Any person who believes a contractor has violated its nondiscrimina- tion or affirmative action obligations under the authorities above should contact immediately: The Office of Federal Contract Compliance Programs (OFCCP), U.S. Department of Labor, 200 Constitution Avenue, N.W., Washing- ton, D.C. 20210, 1-800-397-6251 (toll-free) or (202) 693-1337 (TTY). OFCCP may also be contacted by e-mail at [email protected], or by calling an OFCCP regional or district office, listed in most telephone directories under U.S. Government, Department of Labor. EEOC 9/02 and OFCCP 8/08 Versions Useable With 11/09 Supplement EEOC-P/E-1 (Revised 11/09) EMPLOYEE RIGHTS UNDER THE FAIR LABOR STANDARDS ACT FEDERAL MINIMUM WAGE $7.25 PER HOUR BEGINNING JULY 24, 2009 The law requires employers to display this poster where employees can readily see it. At least 1½ times the regular rate of pay for all hours worked over 40 in a workweek. An employee must be at least 16 years old to work in most non-farm jobs and at least 18 to work in non-farm jobs declared hazardous by the Secretary of Labor. Youths 14 and 15 years old may work outside school hours in various non-manufacturing, non-mining, non-hazardous jobs with certain work hours restrictions. Different rules apply in agricultural employment. Employers of “tipped employees” who meet certain conditions may claim a partial wage credit based on tips received by their employees. Employers must pay tipped employees a cash wage of at least $2.13 per hour if they claim a tip credit against their minimum wage obligation. If an employee’s tips combined with the employer’s cash wage of at least $2.13 per hour do not equal the minimum hourly wage, the employer must make up the difference. The FLSA requires employers to provide reasonable break time for a nursing mother employee who is subject to the FLSA’s overtime requirements in order for the employee to express breast milk for her nursing child for one year after the child’s birth each time such employee has a need to express breast milk. Employers are also required to provide a place, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public, which may be used by the employee to express breast milk. The Department has authority to recover back wages and an equal amount in liquidated damages in instances of minimum wage, overtime, and other violations. The Department may litigate and/or recommend criminal prosecution. Employers may be assessed civil money penalties for each willful or repeated violation of the minimum wage or overtime pay provisions of the law. Civil money penalties may also be assessed for violations of the FLSA’s child labor provisions. Heightened civil money penalties may be assessed for each child labor violation that results in the death or serious injury of any minor employee, and such assessments may be doubled when the violations are determined to be willful or repeated. The law also prohibits retaliating against or discharging workers who file a complaint or participate in any proceeding under the FLSA. • Certain occupations and establishments are exempt from the minimum wage, and/or overtime pay provisions. • Special provisions apply to workers in American Samoa, the Commonwealth of the Northern Mariana Islands, and the Commonwealth of Puerto Rico. • Some state laws provide greater employee protections; employers must comply with both. • Some employers incorrectly classify workers as “independent contractors” when they are actually employees under the FLSA. It is important to know the difference between the two because employees (unless exempt) are entitled to the FLSA’s minimum wage and overtime pay protections and correctly classified independent contractors are not. • Certain full-time students, student learners, apprentices, and workers with disabilities may be paid less than the minimum wage under special certificates issued by the Department of Labor. OVERTIME PAY CHILD LABOR TIP CREDIT NURSING MOTHERS ENFORCEMENT ADDITIONAL INFORMATION 1-866-487-9243 TTY: 1-877-889-5627 www.dol.gov/whd EMPLOYEE RIGHTS UNDER THE FAMILY AND MEDICAL LEAVE ACT Eligible employees who work for a covered employer can take up to 12 weeks of unpaid, job-protected leave in a 12-month period for the following reasons: • The birth of a child or placement of a child for adoption or foster care; To bond with a child (leave must be taken within 1 year of the child’s birth or placement); To care for the employee’s spouse, child, or parent who has a qualifying serious health condition; For the employee’s own qualifying serious health condition that makes the employee unable to perform the employee’s job; For qualifying exigencies related to the foreign deployment of a military member who is the employee’s spouse, child, or parent. • • • • An employee who works for a covered employer must meet three criteria in order to be eligible for FMLA leave. The employee must: • Have worked for the employer for at least 12 months; Have at least 1,250 hours of service in the 12 months before taking leave;* and Work at a location where the employer has at least 50 employees within 75 miles of the employee’s worksite. • • LEAVE ENTITLEMENTS BENEFITS & PROTECTIONS ELIGIBILITY REQUIREMENTS 1-866-4-USWAGE www.dol.gov/whd For additional information or to file a complaint: (1-866-487-9243) TTY: 1-877-889-5627 U.S. Department of Labor | Wage and Hour Division THE UNITED STATES DEPARTMENT OF LABOR WAGE AND HOUR DIVISION WH1420 REV 04/16 REQUESTING LEAVE EMPLOYER RESPONSIBILITIES ENFORCEMENT EMPLOYEE RIGHTS EMPLOYEE POLYGRAPH PROTECTION ACT THE EMPLOYEE POLYGRAPH PROTECTION ACT PROHIBITS MOST PRIVATE EMPLOYERS FROM USING LIE DETECTOR TESTS EITHER FOR PRE-EMPLOYMENT SCREENING OR DURING THE COURSE OF EMPLOYMENT. THE LAW REQUIRES EMPLOYERS TO DISPLAY THIS POSTER WHERE EMPLOYEES AND JOB APPLICANTS CAN READILY SEE IT. 1-866-487-9243 TTY: 1-877-889-5627 www.dol.gov/whd Employers are generally prohibited from requiring or requesting any employee or job applicant to take a lie detector test, and from discharging, disciplining, or discriminating against an employee or prospective employee for refusing to take a test or for exercising other rights under the Act. Federal, State and local governments are not affected by the law. Also, the law does not apply to tests given by the Federal Government to certain private individuals engaged in national security-related activities. The Act permits polygraph (a kind of lie detector) tests to be administered in the private sector, subject to restrictions, to certain prospective employees of security service firms (armoredcar, alarm, and guard), and of pharmaceutical manufac- turers, distributors and dispensers. The Act also permits polygraph testing, subject to restrictions, of certain employees of private firms who are reasonably suspected of involvement in a workplace incident (theft, embezzlement, etc.) that resulted in economic loss to the employer. The law does not preempt any provision of any State or local law or any collective bargaining agreement which is more restrictive with respect to lie detector tests. Where polygraph tests are permitted, they are subject to numerous strict standards concerning the conduct and length of the test. Examinees have a number of specific rights, including the right to a written notice before testing, the right to refuse or discontinue a test, and the right not to have test results disclosed to unauthorized persons. The Secretary of Labor may bring court actions to restrain violations and assess civil penalties against violators. Employ- ees or job applicants may also bring their own court actions. PROHIBITIONS EXEMPTIONS EXAMINEE RIGHTS ENFORCEMENT NOTICE TO EMPLOYERS: This poster is designed to fulfill Federal and State workplace posting requirements. Keep this posted in a conspicuous place. You may wish to consult with legal counsel for any additional posting requirements for your business. YOUR RIGHTS UNDER USERRA THE UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT U.S. Department of Labor 1-866-487-2365 U.S. Department of Justice Publication Date—April 2017 REEMPLOYMENT RIGHTS RIGHT TO BE FREE FROM DISCRIMINATION AND RETALIATION HEALTH INSURANCE PROTECTION ENFORCEMENT 1-800-336-4590 Office of Special Counsel You have the right to be reemployed in your civilian job if you leave that job to perform service in the uniformed service and: If you: then an employer may not deny you: because of this status. If you leave your job to perform military service, you have the right to elect to continue your existing employer-based health plan coverage for you and your dependents for up to 24 months while in the military. Even if you don't elect to continue coverage during your military service, you have the right to be reinstated in your employer's health plan when you are reemployed, generally without any waiting periods or exclusions (e.g., pre-existing condition exclusions) except for service-connected illnesses or injuries. The U.S. Department of Labor, Veterans Employment and Training Service (VETS) is authorized to investigate and resolve complaints of USERRA violations. For assistance in filing a complaint, or for any other information on USERRA, contact VETS at 1-866-4-USA-DOLor visit its website at http://www.dol.gov/vets. An interactive online USERRA Advisor can be viewed at http://www.dol.gov/elaws/userra.htm. If you file a complaint with VETS and VETS is unable to resolve it, you may request that your case be referred to the Department of Justice or the Office of Special Counsel, as applicable, for representation. You may also bypass the VETS process and bring a civil action against an employer for violations of USERRA. are a past or present member of the uniformed service; have applied for membership in the uniformed service; or are obligated to serve in the uniformed service; you ensure that your employer receives advance written or verbal notice of your service; you have five years or less of cumulative service in the uniformed services while with that particular employer; you return to work or apply for reemployment in a timely manner after conclusion of service; and you have not been separated from service with a disqualifying discharge or under other than honorable conditions. initial employment; reemployment; retention in employment; promotion; or any benefit of employment In addition, an employer may not retaliate against anyone assisting in the enforcement of USERRA rights, including testifying or making a statement in connection with a proceeding under USERRA, even if that person has no service connection. If you are eligible to be reemployed, you must be restored to the job and benefits you would have attained if you had not been absent due to military service or, in some cases, a comparable job. The rights listed here may vary depending on the circumstances. The text of this notice was prepared by VETS, and may be viewed on the internet at this address: http://www.dol.gov/vets/programs/userra/poster.htm. Federal law requires employers to notify employees of their rights under USERRA, and employers may meet this requirement by displaying the text of this notice where they customarily place notices for employees. USERRA protects the job rights of individuals who voluntarily or involuntarily leave employment positions to undertake military service or certain types of service in the National Disaster Medical System. USERRA also prohibits employers from discriminating against past and present members of the uniformed services, and applicants to the uniformed services. Contact OSHA. We can help. An eligible employee who is a covered servicemember’s spouse, child, parent, or next of kin may also take up to 26 weeks of FMLA leave in a single 12-month period to care for the servicemember with a serious injury or illness. An employee does not need to use leave in one block. When it is medically necessary or otherwise permitted, employees may take leave intermittently or on a reduced schedule. Employees may choose, or an employer may require, use of accrued paid leave while taking FMLA leave. If an employee substitutes accrued paid leave for FMLA leave, the employee must comply with the employer’s normal paid leave policies. While employees are on FMLA leave, employers must continue health insurance coverage as if the employees were not on leave. Upon return from FMLA leave, most employees must be restored to the same job or one nearly identical to it with equivalent pay, benefits, and other employment terms and conditions. An employer may not interfere with an individual’s FMLA rights or retaliate against someone for using or trying to use FMLA leave, opposing any practice made unlawful by the FMLA, or being involved in any proceeding under or related to the FMLA. Generally, employees must give 30-days’ advance notice of the need for FMLA leave. If it is not possible to give 30-days’ notice, an employee must notify the employer as soon as possible and, generally, follow the employer’s usual procedures. Employees do not have to share a medical diagnosis, but must provide enough information to the employer so it can determine if the leave qualifies for FMLA protection. Sufficient information could include informing an employer that the employee is or will be unable to perform his or her job functions, that a family member cannot perform daily activities, or that hospitalization or continuing medical treatment is necessary. Employees must inform the employer if the need for leave is for a reason for which FMLA leave was previously taken or certified. Employers can require a certification or periodic recertification supporting the need for leave. If the employer dertermines that the certification is incomplete, it must provide a written notice indicating what additional information is required. Once an employer becomes aware that an employee’s need for leave is for a reason that may qualify under the FMLA, the employer must notify the employee if he or she is eligible for FMLA leave and, if eligible, must also provide a notice of rights and responsibilities under the FMLA. If the employee is not eligible, the employer must provide a reason for ineligibility. Employers must notify its employees if leave will be designated as FMLA leave, and if so, how much leave will be designated as FMLA leave. Employees may file a complaint with the U.S. Department of Labor, Wage and Hour Division, or may bring a private lawsuit against an employer. The FMLA does not affect any federal or state law prohibiting discrimination or supersede any state or local law or collective bargaining agreement that provides greater family or medical leave rights. *Special “hours of service” requirements apply to airline flight crew employees. You may file your claim online at www.dlt.ri.gov/ui or by telephone at (401) 243-9100. Please visit www.dlt.ri.gov/ui for hours of operation. For additional information, visit www.dlt.ri.gov/ui or call (401) 243-9100. Monday is a high-volume telephone day; you may prefer to file your claim later in the week. You will need your Social Security number and name, address and telephone numbers of your employers for the last two years. If you are not a U.S. citizen, your alien registration number is required. To collect unemployment benefits, the law requires that: a. You must be unemployed through no fault of your own, b. You must have earned minimum qualifying wages while you were working, c. You must be physically able to work, available for work and actively seeking work, and d. You must register for work with RI Dept. of Labor and Training. You are protected under provisions of the Rhode Island Employment Security Act and the Temporary Disability Insurance Act. RI Department of Labor and Training • 1511 Pontiac Avenue • Cranston, RI 02920 This employer is subject to the provisions of the WORKERS’ COMPENSATION ACT of the State of Rhode Island Under the Rhode Island Right-To-Know Law, your employer must tell you about the dangers of any hazardous substances in your workplace. If you become totally/partially unemployed: If you have become ill or injured and meet all of the following requirements, you may be entitled to receive benefits: 1. You are unemployed due to illness, surgery, or injury for a minimum of seven consecutive days or more, and 2. You are under the care of an approved Qualified Health Care Provider and 3. You have a timely exam: an in-office physical exam the week within the calendar week in which the first day of unemployment due to sickness occurs or within the calendar week prior or subsequent thereto. 4. You earned enough qualifying wages during the base period to be monetarily eligible. the common name or trade names of the substance, including the chemical name; the level at which exposure to the substance is hazardous, if known; the effects and symptoms of exposure at hazardous levels; the potential for flammability, explosion, and reactivity of the substance; appropriate emergency treatment; proper procedures for the safe use of and exposure to the substance; proper protective equipment for safe use; and procedures for clean-up of leaks and spills. Your employer must provide you with the above information. If he or she has not, make sure you ask about it. Your company representative is: The Right-To-Know Law was created to protect you. Visit http://www.dlt.ri.gov/occusafe or call (401)462-8570, option #4 for more information. "Because not knowing about the hazardous substances you work with is the greatest hazard of all." THIS POSTER MUST BE DISPLAYED IN A CONSPICUOUS LOCATION IN THE WORKPLACE. DLT-L-47 The RI Right-To-Know Law (Rev. 1/2018) Who is Eligible for TDI Benefits? If you are caring for a seriously ill: child, spouse, parent, parent in-law, grandparent, domestic partner, or you are bonding with a newborn child, adopted child or foster child within the first 12 months of parenting; you may be eligible to receive benefits if you meet the following requirements: 1. You are unemployed because you are caring for a seriously ill family member or bonding with a child and 2. You provide the department with the required medical evidence of the seriously ill family member and your need to care for him/her or the required proof of parent child relationship for bonding claims and 3. You earned enough in qualifying wages to be monetarily eligible. NOTE: You may be entitled to a refund of a portion of your contributions if during the calendar year TDI contributions were deducted from your pay by more than one employer. Information may be obtained regarding a refund by calling (401) 574-8700 or writing to the RI Division of Taxation, Employer Tax Section, One Capitol Hill, Suite 36, Providence, RI 02908-5829. Who is Eligible for Temporary Caregiver Insurance Benefits? How to Apply: Notice to All Employees Ignoring This Poster Can Be Hazardous To Your Health Unemployment Insurance Benefits Temporary Disability Insurance Benefits The RI Dept. of Labor and Training offers free employment and training related services including: 1. Job referral and placement services. 2. Resource rooms with a wide range of employment and training resources. 3. Career counseling and testing to help assess aptitudes and interests. 4. Internet access for employment and training information. 5. Job Search workshops to help you develop interviewing skills. 6. Résumé writing seminars to help you create an effective résumé and cover letter. Visit www.networkri.org for a location near you. You can also access many services on the Internet at www.employri.org. If you need help finding a job: Employment and Training Services 1.File your claim for benefitith the DLT the same week you are unemployed or working reduced hours. 2. 3. 4. You have a right to know : The Rhode Island R I G H T – T O – K N O W L A W SEXUAL HARASSMENT IS AGAINST THE LAW Sexual harassment is a form of discrimination that occurs when an individual makes unwelcome sexual advances, requests for sexual favors and/or other verbal or physical conduct of a sexual nature against his or her wishes. The harasser can be • a supervisor • an agent of the employer • a supervisor in another area • a co-worker • a non-employee • the same sex as the victim State and Federal laws prohibit harassment and discrimination in hiring, terms and conditions, promotion, discharge, salary, benefits, and other aspects of employment based on race, color, religion, ancestral origin, sex, sexual orientation*, gender identity or expression*, physical or mental disability or age (over 40). *State only State law also prohibits employers from asking applicants about arrest records, and makes it unlawful to ask about convictions until at or after a first interview (with certain exceptions). You have the right to a workplace free of harassment and discrimination. Report incidents of harassment and discrimination to the Commission for Human Rights and the company representative named below: This notice is to provide you with information on the "Rhode Island Parental and Family Medical Leave Act", which requires that employers of 50 or more employees grant an unpaid leave of absence, upon the request of an eligible employee, for 13 consecutive weeks in any two calendar years, under certain conditions. EMPLOYEES ELIGIBLE Employees are eligible to apply for leave if they are full-time employees who work an average of 30 hours a week or more and have been employed continuously for at least 12 months. PURPOSE OF LEAVE The leave required to be provided under the Act must be for one or more of the following reasons: 1. Birth of a child of an employee. 2. Placement of a child 16 years of age or less with an employee in connection with the adoption of such child by the employees. 3. "Serious illness" of the employee or the employee's parent, spouse, child, mother-in-law, or father-in- law. (Serious Illness is defined to mean a disabling physical or mental illness, injury, impairment or condition that involves in-patient care in a hospital, nursing home, or hospice, or out-patient care requiring continuing treatment or supervision by a health care provider). REQUESTS FOR LEAVE In order to be entitled to the leave, the employee must give at least 30 days notice of the intended date upon which the requested leave is to commence and terminate, unless prevented by medical emergency from doing so. Employees may be requested to provide written certification from a physician caring for the person who is the reason for the leave request, which certification shall specify the probably duration of the requested leave. SCHOOL INVOLVEMENT LEAVE An employee who has been employed for 12 consecutive months is entitled to 10 hours of leave during any 12 month period to attend school conferences or other school-related activities for a child of whom the employee is the parent, foster parent, or guardian. A notice of 24 hours prior to the leave must be given to the employer by the employee. The leave is not required to be paid; except an employee may substitute any accrued paid vacation leave or other appropriate paid leave. USE OF SICK LEAVE BY ADOPTIVE PARENT Any employer who allows sick time or sick leave of an employee to be used after the birth of a child shall allow the same time to be used for the placement of a child 16 years of age or less with an employee in connection with the adoption of the child by the employee. CONTINUATION OF HEALTH BENEFITS Prior to the commencement of leave, the employee must pay his employer a sum equal to the premium required to maintain the employee's health benefits in force during the period of leave, which sum is required to be returned to the employee within 10 days following return to work. RETURN FROM LEAVE Employees who are granted leave under the Act are entitled to be restored to the position held when the leave commenced, or to a position with equivalent seniority, status, employment benefits, pay and other terms and conditions of employment, including all fringe benefits and service credits that the employee had been entitled to at the commencement of the leave. PROHIBITED ACTS The Act makes it unlawful for any employer to interface with, restrain, or deny employees the rights provided under the Act. Any discrimina- tion or disciplinary action taken against an employee for exercising his rights under the Act, or for opposing any practice made unlawful by the Act, is also prohibited. HEALTHY AND SAFE FAMILIES and WORKPLACES ACT State law protects employees and applicants from discrimination based on pregnancy, childbirth and related conditions. Federal law provides similar protections. Employees and applicants have the right under state law to request a reasonable accommo- dation for conditions related to pregnancy, childbirth and related conditions such as the need to express breast milk for a nursing child. This workplace may not: In accordance with Rhode Island General Law §28-32-1, the employer must report to the Director of Labor and Training every personal injury sustained by an employee if the injury incapacitates the employee from earning full wages for at least three (3) days or requires medical treatment, regardless of the period of incapacity. If the injury proves fatal, the report must be filed within forty-eight (48) hours. If not fatal, the report shall be made within ten (10) days of the injury. An injured employee shall have the freedom to choose medical treatment initially. The employee’s first visit to any facility under contract or agreement with the employer or insurer to provide priority care shall not be considered the employee’s initial choice. For more information about Workers’ Compensation procedures and benefits, call the Education Unit at (401) 462-8100 and press option #1 or TDD (401) 462-8006. If you suspect fraud, contact the Fraud Prevention Unit at (401) 462-8100 and press option #7. If you want to request a reasonable accommodation, or if you have been discriminated against based on pregnancy, childbirth or related condition, please contact one of the following staff members: refuse Pursuant to RI General Law §28-57, you are entitled to sick and safe leave to address your own health and safety needs as well as those of your family. This leave may or may not be paid depending on the size of your employer and other factors as detailed in the law. Visit www.dlt.ri.gov/wrs or call (401) 462-WAGE (9243) for more information. Pursuant to RI General Law §28-6.14-1, it is unlawful for an employer to include on a job application any questions regarding whether an applicant has ever been arrested, charged with or convicted of any crime. Limited exceptions exist for law enforcement agencies and related positions. Employers in violation of this law may be fined between $100-$500 per offense. Visit www.dlt.ri.gov/ls or call (401) 462-WAGE (9243) for more information. to grant you the reasonable accommodation unless it would create an undue hardship on this employer's enterprise, business or program; require you to take a leave if another reasonable accommodation can be granted; or deny you employment opportunities based on a refusal to provide a reasonable accom- modation. The prohibition against sexual harassment does not only apply to employers. It also applies to labor organizations, employment agencies, and to individuals who aid and abet an unlawful employment practice. Sexual harassment occurs when submission to or rejection of this conduct explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance or creates an intimidating, hostile, or offensive work environment. Sexual harassment is a violation of state and federal laws. If you believe you are or have been the victim of sexual harassment, contact: RHODE ISLAND COMMISSION FOR HUMAN RIGHTS 180 Westminster Street, Third Floor Providence, RI 02903 401-222-2661 TDD: 401-222-2664 Fax: 401-222-2616 www.richr.ri.gov Report incidents of harassment to: Name: Address: Phone: E-mail: NOTICE TO EMPLOYEES NOTICE OF RIGHT TO BE FREE FROM DISCRIMINATION BECAUSE OF PREGNANCY, CHILDBIRTH AND RELATED CONDITIONS STATE OF RHODE ISLAND DEPARTMENT OF LABOR & TRAINING RHODE ISLAND PARENTAL & FAMILY MEDICAL LEAVE ACT DISCRIMINATION IS ILLEGAL WE ARE AN EQUAL OPPORTUNITY EMPLOYER Name: Title: Location: Phone: Email: Rhode Island Commission for Human Rights 180 Westminster Street Third Floor Providence, RI 02903 401-222-2661 TDD: 401-222-2664 www.richr.ri.gov Name Name Phone Number Phone Number Email address Email address Address Address If you have been the victim of discrimination based on pregnancy, childbirth or related conditions and/or denial of a reasonable accommodation, contact: Rhode Island Commission for Human Rights 180 Westminster Street, 3rd Floor, Providence, Rl 02903 (401) 222-2661 TTY: 401-222-2664 www.richr.ri.gov RICHR/July 201 (Rev. 1/2018) (Rev. 1/2018) (Rev. 1/2018) 5 Workers’ Compensation Insurance Company: Adjusting Company: Telephone: Policy Effective Date: In accordance with Rhode Island General Law §28-29-13, this notice must be posted and maintained in conspicuous places where workers are employed. Fines may be imposed for noncompliance. DWC-8 (1/2013) WAGE AND HOUR DIVISION UNITED STATES DEPARTMENT OF LABOR WAGE AND HOUR DIVISION UNITED STATES DEPARTMENT OF LABOR Apply for benefits by completing a TDI/TCI application. TDI claims must be filed within 90 days of the first week out of work due to illness. The DLT Director may extend this period up to 26 weeks if the individual can show a good medical reason for the delay in filing. TCI claims must be filed within 30 days after the first day of leave is taken for reasons of bonding or caregiving. TDI/TCI application may be obtained online at www.dlt.ri.gov/tdi. Or call (401) 462-8420, Option #1 to request that an application be mailed to you. For additional information, visit www.dlt.ri.gov/tdi or call (401) 462-8420. ENFORCEMENT Alleged violations of the Act may be complained of (1) in a civil action brought by an employee, (2) by a complaint filed with the DLT Director. Civil penalties are provided for violations of the Act or any order issued by the Director of Labor and Training. E Visit www.networkri.org to find a career center near you. qual Opportunity Employer/Program, auxiliary aids and services are available upon request to individuals with disabilities. TTY via RI Relay 711 Rule 5 Posting of Notices (Adopted under Section 28-44-38 of the Employment Security Act and Section 28-41-15 of the Temporary Disability Insurance Act) Every employing unit in the State of Rhode Island shall post and maintain printed notices of such form and design and in such numbers containing such information as the Director, Department of Labor and Training, may determine to be necessary to administer the Employment Security Act and Temporary Disability Insurance Act. Such notices shall be posted in conspicuous places where the workers’ services are performed. DLT-TX-6 Rev. 01/2019 PARA MÁS INFORMACIÓN ACERCA DE LA LEY DEL SALARIO MÍNIMO DE RHODE ISLAND Llame al (401) 462-WAGE (9243); www.dlt.ri.gov/ls DIVISIÓN DE LOS REGLAMENTOS DE LABOR Y TRABAJO, DEPARTAMENTO DE LABOR Y ENTRENAMIENTO DE RI Reorder: LLP2-RhodeIsland www.ComplianceSigns.com Notify OSHA within 8 hours of a workplace fatality or within 24 hours of any work-related inpatient hospitalization, amputation, or loss of an eye. On-Site Consultation services are available to small and medium-sized employers, without citation or penalty, through OSHA-supported consultation programs in every state. IT IS ILLEGAL TO SMOKE OR VAPE IN THIS ESTABLISHMENT Use of combustible tobacco products and other similar products, such as electronic cigarettes, are prohibited by R.I. Gen. §§ 23-20.10-2(19) and -7. To report a violation call 401-222-5960.

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Page 1: RHODE ISLAND...DISPLAY THIS POSTER WHERE EMPLOYEES CAN READILY SEE IT. DLT is an equal opportunity employer/program, auxiliary aids and services are available on request to individuals

What You Should Know

RHODE ISLAND CHILD LABOR LAWSBoth Rhode Island State and Federal laws regulate the employment of minors.

These laws were written to protect younger workers from long hours and hazardous jobs.

By following the laws, younger workers can EARN SAFELY and GAIN EXPERIENCE!

DLT is an equal opportunity employer/program. Auxiliary aids & services are available upon request to individuals with disabilities. TTY via RI Relay 711

You MUST have a Special Limited Permit to Work form to be employed if you’re 14-15

You MAY need a form to be employed if you’re 16-17

Jobs in which youth CANNOT be employed include:

• Manufacturing Various Products

• Mining

• Logging and Sawmilling

• Wrecking Demolition and Shipbreaking

• Any job requiring Operating Power-driven Machines

•• Excavating

• and more

Roo�ng

Jobs in which youth CAN be employed include:

Retail and Sales

Advertising

Price Marketing and Tagging

Bagging and Carrying Out Orders

Errand and Delivery Work

Cleanup Work

Ground Maintenance

and more

Hours that Youth CAN Work:

Up to but not exceeding 48 hours per week / 9 hours per day for 16-17 year olds; Up to but not exceeding 40 hours per week/8 hours per day for 14-15 year olds

Not before 6:00 AM or after 11:30 PM on School Days, or after 1:30 AM the night before a school day for 16-17 year olds. There is no curfew for non-students. Not before 6:00 AM or after 7:00 PM for 14-15 year olds. The curfew is 9:00 PM during school vacations.

Must have an 8-hour rest between the end of one shift and the start of the next shift

To Get Working Papers:Visit your local school department with proof of your age (Birth or Baptismal Certi�cate, Driver’s License, Passport, School Records)

They will issue your Age or Special Limited Permit to Work form depending on your age

Rhode Island Department of Labor and TrainingFor More Information:

Phone: (401) 462-8550 | Fax: (401) 462-8530 Web: www.dlt.ri.gov/ls/childlabor.htm | E-mail: [email protected]

For Federal Information: US Department of Labor, Wage and Hour | Phone: (866) 4US-WAGE | Web: www.youthrules.gov

You must be 14 years old to work legally in Rhode Island

BAN-THE-BOX

Attention EmployeesMINIMUM WAGE - RHODE ISLAND

Effective January 1, 2019

For more information on the Rhode Island Minimum Wage LawCall (401) 462-WAGE (9243) or visit www.dlt.ri.gov/ls

Labor Standards UnitRhode Island Department of Labor and Training

OVERTIME PAY - At least 1 1/2 times your regular rate of pay for all hours worked over 40 in any one work week. Note: The law contains exemptions from the minimum wage and/or overtime pay requirements for certain occupations or establishments.*Learners and Handicapped workers may be paid less than the applicable minimum but only under certificate issued at the discretion of the Director of Labor and Training.

MANDATORY NURSE OVERTIME - Pursuant to RI Law §23-17.20-1 et. seq., a hospital may not require certain nurses and certified nurse assistants to work overtime except in an unforeseeable emergent circumstance

MINIMUM SHIFT HOURS - Any employee requested or permitted to report for duty at the beginning of a work shift must be provided with 3 hours work or 3 hours wages. Employees working in retail establishments must be provided with 4 hours work on Sundays and holidays.

CHILD LABOR - You must be at least 16 years old to work in most nonfarm jobs and 18 to work in nonfarm jobs declared hazardous by the United States Secretary of Labor. Youths 14 and 15 may work, with a special permit issued by local school officials, in various jobs outside school hours under certain conditions. Different rules apply to agriculture employment.

ENFORCEMENT - The Rhode Island Department of Labor and Training (DLT) may bring criminal action against any employer who pays substandard wages to an employee and seek, upon conviction, a penalty up to $500.00 and/or imprisonment of up to 90 days. Each week an employer fails to pay the applicable minimum wage constitutes a separate violation.

Any employer who hinders or delays the DLT Director or authorized representative in the performance of duties in the enforcement of the law, refuses to admit the Director or said representative to any place of employment, or fails to make, keep, and preserve any records as required, or falsifies any such record, or refuses to make such record accessible to the Director or said representative upon demand, or refuses to furnish a sworn statement of such record or any other information needed for the proper enforcement of this law shall be deemed in violation of the law and subject to a fine of up to $500.00. Each day such violation occurs constitutes a separate offense.

THE LAW REQUIRES EMPLOYERS TODISPLAY THIS POSTER WHEREEMPLOYEES CAN READILY SEE IT.

DLT is an equal opportunity employer/program, auxiliary aids and services are available on request to individuals with disabilities. TTY via RI Relay 711

Atención EmpleadosSALARIO MÍNIMO - RHODE ISLAND

EFECTÍVO ENERO 1, 2019

PAGO POR HORAS EXTRAS - Por lo menos tiempo y medio de la tarifa regular debe ser pagada por cada hora trabajada, despues de 40 horas, en una semana trabajada. Nota: la ley contiene excepciones desde el salario minimo y el requerimiento de pago por tiempo extra, por decir con certeza ocupaciones y establecimientos. Estudiantes y trabajadores descapacitados talvez puedan ser pagada por debajo del salario minimo, pero solo emitiendo un certificado a la discreción del Director de Labor y Training.

TIEMPO EXTRAS OBLIGATORIO PARA LAS ENFERMERAS - Persuadiendo R.I.G.L. §23-17.20-1 et. seq., los Hospitales talvez no sea un requerimiento que las enfermeras certificadas acudan a trabajar tiempo extras con excepcion por un cumplimiento o circunstancias por emergencias.

HORAS MINIMAS EN UN HORARIO - Cualquier empleado que se le permita presentarse a su deber de trabajo al comienzo de su horario se le tiene que proporcionar 3 horas de trabajo ó 3 horas de salarios. Empleados que trabajen en establecimientos de ventas deben de proporcionarle 4 horas de trabajo los Domingos y los dias Feriados.

TRABAJO PARA MENORES - Deben de tener por o menos 16 años de edad para trabajar en la mayoría de empleos que no sean agrícolas: tener 18 años de edad por lo menos para ser empleados en trabajos que no sean agrícolast

pero considerados trabajos peligrosos por la Secretaria de Labor de los Estados Unidos. Los jovencitos de 14 y15 años de edad pueden trabajar con un permiso especial dado por la escuela local. Hay permisos oficiales para diferentes trabajos fuera de las horas escolares bajo ciertas condiciones. Existen diferentes reglamentos que se aplican a los trabajos agrícolas.

HACER CUMPLIR - El Departamento de Labor y Entrenamiento de RI puede tomar acción criminal, en contra de cualquier empleador que tenga deficiente salarios contra un empleado y puede haber una penalidad hasta de $500.00, ó una condena en la cárcel hasta 90 dias. Por cada semana que el empleador falle y no pague los salarios debidos, constribuye a una violación separada.

Cualquier empleador que esconda ó retrace el Director (a), un representante autorizado (a) hara cumplir la ley, negarse ó admitir al Director, ó ser el representante de cualquier Lugar de empleo; fallar de hacerlo, mantenerlo, mantener cualquier documento requerido. Falsificar documentos, reusarse a hacer un documento accesible al Director, ó ver al representante demandante, reusarse a terminar de ver la declaración de dicho documento ó cualquier otra información usada adecuadamente en el cumplimiento de la ley. Puede estimar en violación de la ley, y una multa de hasta $500.00. Por cada dia que ocurra una violación esto constribuye a una violación separada.

La Ley Exije a los Empleadores este Aviso SeaExhibido Donde Los Trabajadores PuedanVerlo en el Centro De Trabajo

DLT esta en el programa/empleador de igualdad de oportunidades, ayudas auxiliares y hay servicios disponibles para personas incapacitadas que asi lo solicitasen. TTY via RI Relay 711

THIS LAW PROVIDES.....HOURLY MINIMUM WAGE FOR ALL EMPLOYEES

$10.50as of 1/1/19

$9.45(90% of Minimum Wage)

$7.88(75% of Minimum Wage)

$3.89

Full time students under 19 years of age working ina non-profit religious, educational, librarial orcommunity services organization.

Minors 14 and 15 years of age working not more than 24hours in a week

Employees receiving gratuities (as of Jan. 1, 2017):

DLT - L - 58 (Rev.1/19)

Esta ley indica.....SALARIO MÍNIMO PARA TODOS LOS EMPLEADOS $10.50

en fecha1/1/19

$9.45(90% del salario minimo)

$7.88(75% del salario minimo)

$3.89

Estudiantes a tiempo completo menores de 19 años de edadque trabajen en una organización sin fines de lucro com religioso,educativo, bibliotéca o una organización de servicios comunitarios

Menores de 14 y 15 años de edad que trabajen no más de 24horas a la semana

Los empleados que reciben propinas (A partir del 1 de enero de 2017):

DLT - L - 58 (Rev.1/19)

EXCEPT: EXCEPCIÓN:

2020RHODE ISLANDLABOR LAWS

Contact OSHA. We can help.

Job Safety and HealthIT’S THE LAW!

1-800-321-OSHA (6742) • TTY 1-877-889-5627 • www.osha.gov

OS

HA

316

5-04

R 2

019

All workers have the right to:A safe workplace.

Raise a safety or health concern with your employer or OSHA, or report a work-related injury or illness, without being retaliated against.

Receive information and training on job hazards, including all hazardous sub-stances in your workplace.

Request an OSHA inspection of your workplace if you believe there are unsafe or unhealthy conditions. OSHA will keep your name confidential. You have the right to have a representative contact OSHA on your behalf.

Participate (or have your representative participate) in an OSHA inspection and speak in private to the inspector.

File a complaint with OSHA within 30 days (by phone, online or by mail) if you have been retaliated against for using your rights.

See any OSHA citations issued to your employer.

Request copies of your medical records, tests that measure hazards in the workplace, and the workplace injury and illness log.

Provide employees a workplace free from recognized hazards. It is illegal to retaliate against an employee for using any of their rights under the law, includ-ing raising a health and safety concern with you or with OSHA, or reporting a work-related injury or illness.

Comply with all applicable OSHA stand-ards.

Provide required training to all workers in a language and vocabulary they can understand.

Prominently display this poster in the workplace.

Post OSHA citations at or near the place of the alleged violations.

Employers must:

This poster is available free from OSHA.

U.S. Department of Labor

Equal Employment Opportunity is

THE LAWPrivate Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations

Employers Holding Federal Contracts or Subcontracts

Programs or Activities Receiving Federal Financial Assistance

Applicants to and employees of most private employers, state and local governments, educational institutions,employment agencies and labor organizations are protected under Federal law from discrimination on the following bases:

Applicants to and employees of companies with a Federal government contract or subcontract are protected underFederal law from discrimination on the following bases:

RACE, COLOR, RELIGION, SEX, NATIONAL ORIGINTitle VII of the Civil Rights Act of 1964, as amended, protects applicants and employees from discrimination in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment, on the basis of race, color, religion, sex (including pregnancy), or national origin. Religious discrimination includes failing to reasonably accommodate an employee’s religious practices where the accommodation does not impose undue hardship.

DISABILITYTitle I and Title V of the Americans with Disabilities Act of 1990, as amended, protect qualified individuals from discrimination on the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. Disability discrimination includes not making reasonable accommo-dation to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship.

AGEThe Age Discrimination in Employment Act of 1967, as amended, protects applicants and employees 40 years of age or older from discrimination based on age in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment.

SEX (WAGES)In addition to sex discrimination prohibited by Title VII of the Civil Rights Act, as amended, the Equal Pay Act of 1963, as amended, prohibits sex discrimination in the payment of wages to women and men performing substantially equal work, in jobs that require equal skill, effort, and responsibility, under similar working conditions, in the same establishment.

GENETICSTitle II of the Genetic Information Nondiscrimination Act of 2008 protects applicants and employees from discrimination based on genetic information in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. GINA also restricts employers’ acquisition of genetic information and strictly limits disclosure of genetic information. Genetic information includes information about genetic tests of applicants, employees, or their family members; the manifestation of diseases or disorders in family members (family medical history); and requests for or receipt of genetic services by applicants, employ-ees, or their family members.

RETALIATIONAll of these Federal laws prohibit covered entities from retaliating against a person who files a charge of discrimination, participates in a discrimination proceeding, or otherwise opposes an unlawful employment practice.

WHAT TO DO IF YOU BELIEVE DISCRIMINATION HASOCCURREDThere are strict time limits for filing charges of employment discrimi-nation. To preserve the ability of EEOC to act on your behalf and to protect your right to file a private lawsuit, should you ultimately need to, you should contact EEOC promptly when discrimination is suspected:The U.S. Equal Employment Opportunity Commission (EEOC), 1-800-669-4000 (toll-free) or 1-800-669-6820 (toll-free TTY number for individuals with hearing impairments). EEOC field office informa-tion is available at www.eeoc.gov or in most telephone directories in the U.S. Government or Federal Government section. Additional information about EEOC, including information about charge filing, is available at www.eeoc.gov.

RACE, COLOR, NATIONAL ORIGIN, SEXIn addition to the protections of Title VII of the Civil Rights Act of 1964, as amended, Title VI of the Civil Rights Act of 1964, as amend-ed, prohibits discrimination on the basis of race, color or national origin in programs or activities receiving Federal financial assistance. Employment discrimination is covered by Title VI if the primary objective of the financial assistance is provision of employment, or where employment discrimination causes or may cause discrimina-tion in providing services under such programs. Title IX of the Education Amendments of 1972 prohibits employment discrimination on the basis of sex in educational programs or activities which receive Federal financial assistance.

INDIVIDUALS WITH DISABILITIESSection 504 of the Rehabilitation Act of 1973, as amended, prohibits employment discrimination on the basis of disability in any program or activity which receives Federal financial assistance. Discrimina-tion is prohibited in all aspects of employment against persons with disabilities who, with or without reasonable accommodation, can perform the essential functions of the job.

If you believe you have been discriminated against in a program of any institution which receives Federal financial assistance, you should immediately contact the Federal agency providing such assistance.

RACE, COLOR, RELIGION, SEX, NATIONAL ORIGINExecutive Order 11246, as amended, prohibits job discrimination on the basis of race, color, religion, sex or national origin, and requires affirmative action to ensure equality of opportunity in all aspects of employment.

INDIVIDUALS WITH DISABILITIESSection 503 of the Rehabilitation Act of 1973, as amended, protects qualified individuals from discrimination on the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship. Section 503 also requires that Federal contractors take affirmative action to employ and advance in employment qualified individuals with disabilities at all levels of employment, including the executive level.

DISABLED, RECENTLY SEPARATED, OTHER PROTECTED, AND ARMED FORCES SERVICE MEDAL VETERANSThe Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4212, prohibits job discrimination and requires affirmative action to employ and advance in employment disabled veterans, recently separated veterans (within three years of discharge

or release from active duty), other protected veterans (veterans who served during a war or in a campaign or expedition for which a campaign badge has been authorized), and Armed Forces service medal veterans (veterans who, while on active duty, participated in a U.S. military operation for which an Armed Forces service medal was awarded).

RETALIATIONRetaliation is prohibited against a person who files a complaint of discrimination, participates in an OFCCP proceeding, or otherwise opposes discrimination under these Federal laws.

Any person who believes a contractor has violated its nondiscrimina-tion or affirmative action obligations under the authorities above should contact immediately:

The Office of Federal Contract Compliance Programs (OFCCP), U.S. Department of Labor, 200 Constitution Avenue, N.W., Washing-ton, D.C. 20210, 1-800-397-6251 (toll-free) or (202) 693-1337 (TTY). OFCCP may also be contacted by e-mail at [email protected], or by calling an OFCCP regional or district office, listed in most telephone directories under U.S. Government, Department of Labor.

EEOC 9/02 and OFCCP 8/08 Versions Useable With 11/09 Supplement EEOC-P/E-1 (Revised 11/09)

EMPLOYEE RIGHTSUNDER THE FAIR LABOR STANDARDS ACT

FEDERAL MINIMUM WAGE

$7.25 PER HOURBEGINNING JULY 24, 2009

The law requires employers to display this poster where employees can readi ly see i t .

At least 1½ times the regular rate of pay for all hours worked over 40 in a workweek.

An employee must be at least 16 years old to work in most non-farm jobs and at least 18 to work in non-farm jobs declared hazardous by the Secretary of Labor. Youths 14 and 15 years old may work outside school hours in various non-manufacturing, non-mining, non-hazardous jobs with certain work hours restrictions. Different rules apply in agricultural employment.

Employers of “tipped employees” who meet certain conditions may claim a partial wage credit based on tips received by their employees. Employers must pay tipped employees a cash wage of at least $2.13 per hour if they claim a tip credit against their minimum wage obligation. If an employee’s tips combined with the employer’s cash wage of at least $2.13 per hour do not equal the minimum hourly wage, the employer must make up the difference.

The FLSA requires employers to provide reasonable break time for a nursing mother employee who is subject to the FLSA’s overtime requirements in order for the employee to express breast milk for her nursing child for one year after the child’s birth each time such employee has a need to express breast milk. Employers are also required to provide a place, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public, which may be used by the employee to express breast milk.

The Department has authority to recover back wages and an equal amount in liquidated damages in instances of minimum wage, overtime, and other violations. The Department may litigate and/or recommend criminal prosecution. Employers may be assessed civil money penalties for each willful or repeated violation of the minimum wage or overtime pay provisions of the law. Civil money penalties may also be assessed for violations of the FLSA’s child labor provisions. Heightened civil money penalties may be assessed for each child labor violation that results in the death or serious injury of any minor employee, and such assessments may be doubled when the violations are determined to be willful or repeated. The law also prohibits retaliating against or discharging workers who file a complaint or participate in any proceeding under the FLSA.

• Certain occupations and establishments are exempt from the minimum wage, and/or overtime pay provisions.• Special provisions apply to workers in American Samoa, the Commonwealth of the Northern Mariana Islands, and the Commonwealth of Puerto Rico.• Some state laws provide greater employee protections; employers must comply with both.• Some employers incorrectly classify workers as “independent contractors” when they are actually employees under the FLSA. It is important to know the difference between the two because employees (unless exempt) are entitled to the FLSA’s minimum wage and overtime pay protections and correctly classified independent contractors are not.• Certain full-time students, student learners, apprentices, and workers with disabilities may be paid less than the minimum wage under special certificates issued by the Department of Labor.

OVERTIME PAY

CHILD LABOR

TIP CREDIT

NURSING MOTHERS

ENFORCEMENT

ADDITIONALINFORMATION

1-866-487-9243

TTY: 1-877-889-5627

www.dol.gov/whd

WH 1088 REV 07/16

EMPLOYEE RIGHTSUNDER THE FAMILY AND MEDICAL LEAVE ACT

Eligible employees who work for a covered employer can take up to 12 weeks of unpaid, job-protected leave in a 12-month periodfor the following reasons:

• The birth of a child or placement of a child for adoption or foster care;To bond with a child (leave must be taken within 1 year of the child’s birth or placement);To care for the employee’s spouse, child, or parent who has a qualifying serious health condition;For the employee’s own qualifying serious health condition that makes the employee unable to perform the employee’s job;For qualifying exigencies related to the foreign deployment of a military member who is the employee’s spouse,child, or parent.

• • • •

An employee who works for a covered employer must meet three criteria in order to be eligible for FMLA leave. The employee must:

• Have worked for the employer for at least 12 months;Have at least 1,250 hours of service in the 12 months before taking leave;* andWork at a location where the employer has at least 50 employees within 75 miles of the employee’s worksite.

• •

LEAVE ENTITLEMENTS

BENEFITS &PROTECTIONS

ELIGIBILITYREQUIREMENTS

1-866-4-USWAGE

www.dol.gov/whd

For additional information or to file a complaint:

(1-866-487-9243) TTY: 1-877-889-5627

U.S. Department of Labor | Wage and Hour Division

THE UNITED STATES DEPARTMENT OF LABOR WAGE AND HOUR DIVISION

WH1420 REV 04/16

REQUESTINGLEAVE

EMPLOYERRESPONSIBILITIES

ENFORCEMENT

EMPLOYEE RIGHTSEMPLOYEE POLYGRAPH PROTECTION ACTTHE EMPLOYEE POLYGRAPH PROTECTION ACT PROHIBITS MOST PRIVATE

EMPLOYERS FROM USING LIE DETECTOR TESTS EITHER FOR PRE-EMPLOYMENT SCREENING OR DURING THE COURSE OF EMPLOYMENT.

THE LAW REQUIRES EMPLOYERS TO DISPLAY THIS POSTER WHEREEMPLOYEES AND JOB APPLICANTS CAN READILY SEE IT.

1-866-487-9243

TTY: 1-877-889-5627

www.dol.gov/whd

Employers are generally prohibited from requiring or requesting any employee or job applicant to take a lie detector test, and from discharging, disciplining, or discriminating against an employee or prospective employee for refusing to take a test or for exercising other rights under the Act.

Federal, State and local governments are not affected by the law. Also, the law does not apply to tests given by the Federal Government to certain private individuals engaged in national security-related activities.

The Act permits polygraph (a kind of lie detector) tests to be administered in the private sector, subject to restrictions, to certain prospective employees of security service firms (armored car, alarm, and guard), and of pharmaceutical manufac-turers, distributors and dispensers.

The Act also permits polygraph testing, subject to restrictions, of certain employees of private firms who are reasonably suspected of involvement in a workplace incident (theft, embezzlement, etc.) that resulted in economic loss to the employer.

The law does not preempt any provision of any State or local law or any collective bargaining agreement which is more restrictive with respect to lie detector tests.

Where polygraph tests are permitted, they are subject to numerous strict standards concerning the conduct and length of the test. Examinees have a number of specific rights, including the right to a written notice before testing, the right to refuse or discontinue a test, and the right not to have test results disclosed to unauthorized persons.

The Secretary of Labor may bring court actions to restrain violations and assess civil penalties against violators. Employ-ees or job applicants may also bring their own court actions.

PROHIBITIONS

EXEMPTIONS

EXAMINEE RIGHTS

ENFORCEMENT

WH 1462 REV 07/16

NOTICE TO EMPLOYERS:

This poster is designed to fulfill Federal and State workplace posting requirements. Keep this posted in a conspicuous place.

You may wish to consult with legal counsel for any additional posting requirements for your business.

YOUR RIGHTS UNDER USERRA THE UNIFORMED SERVICES EMPLOYMENT

AND REEMPLOYMENT RIGHTS ACT

U.S. Department of Labor1-866-487-2365

U.S. Department of Justice

Publication Date—April 2017

REEMPLOYMENT RIGHTS

RIGHT TO BE FREE FROM DISCRIMINATION AND RETALIATION

HEALTH INSURANCE PROTECTION

ENFORCEMENT

1-800-336-4590Office of Special Counsel

You have the right to be reemployed in your civilian job if you leave thatjob to perform service in the uniformed service and:

If you:

then an employer may not deny you:

because of this status.

If you leave your job to perform military service, you have the right to elect to continue your existing employer-based health plan coverage for you and your dependents for up to 24 months while in the military.

Even if you don't elect to continue coverage during your military service, you have the right to be reinstated in your employer's health plan when you are reemployed, generally without any waiting periods or exclusions (e.g., pre-existing condition exclusions) except for service-connected illnesses or injuries.

The U.S. Department of Labor, Veterans Employment and Training Service (VETS) is authorized to investigate and resolve complaints of USERRA violations.

For assistance in filing a complaint, or for any other information on USERRA, contact VETS at 1-866-4-USA-DOL or visit its website at http://www.dol.gov/vets. An interactive online USERRA Advisor can be viewed at http://www.dol.gov/elaws/userra.htm.

If you file a complaint with VETS and VETS is unable to resolve it, you may request that your case be referred to the Department of Justice or the Office of Special Counsel, as applicable, for representation.

You may also bypass the VETS process and bring a civil action against an employer for violations of USERRA.

are a past or present member of the uniformed service;have applied for membership in the uniformed service; orare obligated to serve in the uniformed service;

you ensure that your employer receives advance written or verbal notice of your service;you have five years or less of cumulative service in the uniformed services while with that particular employer;you return to work or apply for reemployment in a timely manner after conclusion of service; andyou have not been separated from service with a disqualifying discharge or under other than honorable conditions.

initial employment;reemployment;retention in employment; promotion; orany benefit of employment

In addition, an employer may not retaliate against anyone assisting in the enforcement of USERRA rights, including testifying or making a statement in connection with a proceeding under USERRA, even if that person has no service connection.

If you are eligible to be reemployed, you must be restored to the job and benefits you would have attained if you had not been absent due to military service or, in some cases, a comparable job.

The rights listed here may vary depending on the circumstances. The text of this notice was prepared by VETS, and may be viewed on the internet at this address: http://www.dol.gov/vets/programs/userra/poster.htm. Federal law requires employers to notify employees of their rights under USERRA, and employers may meet this requirement by displaying the text of this notice where they customarily place notices for employees.

USERRA protects the job rights of individuals who voluntarily or involuntarily leave employment positions to undertakemilitary service or certain types of service in the National Disaster Medical System. USERRA also prohibits employers

from discriminating against past and present members of the uniformed services, and applicants to the uniformed services.

Contact OSHA. We can help.

An eligible employee who is a covered servicemember’s spouse, child, parent, or next of kin may also take up to 26 weeksof FMLA leave in a single 12-month period to care for the servicemember with a serious injury or illness.

An employee does not need to use leave in one block. When it is medically necessary or otherwise permitted, employeesmay take leave intermittently or on a reduced schedule.

Employees may choose, or an employer may require, use of accrued paid leave while taking FMLA leave. If an employee substitutes accrued paid leave for FMLA leave, the employee must comply with the employer’s normal paid leave policies.

While employees are on FMLA leave, employers must continue health insurance coverage as if the employees were not on leave.

Upon return from FMLA leave, most employees must be restored to the same job or one nearly identical to it withequivalent pay, benefits, and other employment terms and conditions.

An employer may not interfere with an individual’s FMLA rights or retaliate against someone for using or trying to use FMLA leave,opposing any practice made unlawful by the FMLA, or being involved in any proceeding under or related to the FMLA.

Generally, employees must give 30-days’ advance notice of the need for FMLA leave. If it is not possible to give 30-days’ notice,an employee must notify the employer as soon as possible and, generally, follow the employer’s usual procedures.

Employees do not have to share a medical diagnosis, but must provide enough information to the employer so it can determineif the leave qualifies for FMLA protection. Sufficient information could include informing an employer that the employee is orwill be unable to perform his or her job functions, that a family member cannot perform daily activities, or that hospitalization orcontinuing medical treatment is necessary. Employees must inform the employer if the need for leave is for a reason for whichFMLA leave was previously taken or certified.

Employers can require a certification or periodic recertification supporting the need for leave. If the employer dertermines that thecertification is incomplete, it must provide a written notice indicating what additional information is required.

Once an employer becomes aware that an employee’s need for leave is for a reason that may qualify under the FMLA, theemployer must notify the employee if he or she is eligible for FMLA leave and, if eligible, must also provide a notice of rights andresponsibilities under the FMLA. If the employee is not eligible, the employer must provide a reason for ineligibility.

Employers must notify its employees if leave will be designated as FMLA leave, and if so, how much leave will be designated asFMLA leave.

Employees may file a complaint with the U.S. Department of Labor, Wage and Hour Division, or may bring a private lawsuitagainst an employer.

The FMLA does not affect any federal or state law prohibiting discrimination or supersede any state or local law or collectivebargaining agreement that provides greater family or medical leave rights.

*Special “hours of service” requirements apply to airline flight crew employees.

You may file your claim online at www.dlt.ri.gov/ui or by telephone at (401) 243-9100. Please visit www.dlt.ri.gov/ui for hours of operation. For additional information, visit www.dlt.ri.gov/ui or call (401) 243-9100.

Monday is a high-volume telephone day; you may prefer to file your claim later in the week. You will need your Social Security number and name, address and telephone numbers of your employers for the last two years. If you are not a U.S. citizen, your alien registration number is required.

To collect unemployment benefits, the law requires that: a. You must be unemployed through no fault of your own, b. You must have earned minimum qualifying wages while you were working, c. You must be physically able to work, available for work and actively seeking work, and d. You must register for work with RI Dept. of Labor and Training.

You are protected under provisions of the Rhode Island Employment Security Act and the Temporary Disability Insurance Act.

RI Department of Labor and Training • 1511 Pontiac Avenue • Cranston, RI 02920

This employer is subject to the provisions of the

WORKERS’ COMPENSATION ACTof the State of Rhode Island

Under the Rhode Island Right-To-Know Law, your employer must tell you about the dangersof any hazardous substances in your workplace.If you become totally/partially unemployed:

If you have become ill or injured and meet all of the following requirements, you may be entitled to receive benefits:1. You are unemployed due to illness, surgery, or injury for a minimum of seven consecutive days or more, and2. You are under the care of an approved Qualified Health Care Provider and3. You have a timely exam: an in-office physical exam the week within the calendar week in which the first day of unemployment due to sickness occurs or within the calendar week prior or subsequent thereto.4. You earned enough qualifying wages during the base period to be monetarily eligible.

the common name or trade names of the substance, including the chemical name;

the level at which exposure to the substance is hazardous, if known;

the effects and symptoms of exposure at hazardous levels;

the potential for flammability, explosion, and reactivity of the substance;

appropriate emergency treatment;

proper procedures for the safe use of and exposure to the substance;

proper protective equipment for safe use; and

procedures for clean-up of leaks and spills.

Your employer must provide you with the above information. If he or she has not, make sure you ask about it. Your company representative is:

The Right-To-Know Law was created to protect you. Visit http://www.dlt.ri.gov/occusafeor call (401)462-8570, option #4 for more information.

"Because not knowing about the hazardous substances you work with is the greatest hazard of all."

THIS POSTER MUST BE DISPLAYED IN A CONSPICUOUS LOCATION IN THE WORKPLACE.

DLT-L-47 The RI Right-To-Know Law (Rev. 1/2018)

Who is Eligible for TDI Benefits?

If you are caring for a seriously ill: child, spouse, parent, parent in-law, grandparent, domestic partner, or you are bonding with a newborn child, adopted child or foster child within the first 12 months of parenting; you may be eligible to receive benefits if you meet the following requirements: 1. You are unemployed because you are caring for a seriously ill family member or bonding with a child and 2. You provide the department with the required medical evidence of the seriously ill family member and your need to care for him/her or the required proof of parent child relationship for bonding claims and 3. You earned enough in qualifying wages to be monetarily eligible.

NOTE: You may be entitled to a refund of a portion of your contributions if during the calendar year TDI contributions were deducted from your pay by more than one employer. Information may

be obtained regarding a refund by calling (401) 574-8700 or writing to

the RI Division of Taxation, Employer Tax Section, One Capitol Hill, Suite 36, Providence, RI 02908-5829.

Who is Eligible for Temporary CaregiverInsurance Benefits?

How to Apply:

Notice to All EmployeesIgnoring This Poster

Can Be Hazardous To Your HealthUnemployment Insurance Benefits Temporary Disability Insurance Benefits

The RI Dept. of Labor and Training offers free employment and training related services including: 1. Job referral and placement services. 2. Resource rooms with a wide range of employment and training resources. 3. Career counseling and testing to help assess aptitudes and interests. 4. Internet access for employment and training information. 5. Job Search workshops to help you develop interviewing skills. 6. Résumé writing seminars to help you create an effective résumé and cover letter.

Visit www.networkri.org for a location near you. You can also access many services on the Internet at www.employri.org.

If you need help finding a job:

Employment and Training Services

1.File your claim for benefitith the DLT the same week you are unemployed or working reduced hours.

2.

3.

4.

You have a right to know :

The Rhode IslandR I G H T – T O – K N O W

L A W

SEXUAL HARASSMENTIS AGAINST THE LAW

Sexual harassment is a form of discrimination that occurs when an individual makes unwelcome sexual advances, requests for sexual favors and/or other verbal or physical conduct of a sexual nature against his or her wishes.

The harasser can be • a supervisor • an agent of the employer • a supervisor in another area • a co-worker • a non-employee • the same sex as the victim

State and Federal laws prohibit harassment and discrimination in hiring, terms and conditions, promotion, discharge, salary, benefits, and other aspects of employment based on race, color, religion, ancestral origin, sex, sexual orientation*, gender identity or expression*, physical or mental disability or age (over 40).*State only

State law also prohibits employers from asking applicants about arrest records, and makes it unlawful to ask about convictions until at or after a first interview (with certain exceptions).

You have the right to a workplace free of harassment and discrimination.

Report incidents of harassment and discrimination to theCommission for Human Rights and the company representativenamed below:

This notice is to provide you with information on the "Rhode Island Parental and Family Medical Leave Act", which requires that employers of 50 or more employees grant an unpaid leave of absence, upon the request of an eligible employee, for 13 consecutive weeks in any two calendar years, under certain conditions.

EMPLOYEES ELIGIBLEEmployees are eligible to apply for leave if they are full-time employees who work an average of 30 hours a week or more and have been employed continuously for at least 12 months.

PURPOSE OF LEAVEThe leave required to be provided under the Act must be for one or more of the following reasons:1. Birth of a child of an employee.2. Placement of a child 16 years of age or less with an employee in connection with the adoption of such child by the employees.3. "Serious illness" of the employee or the employee's parent, spouse, child, mother-in-law, or father-in- law. (Serious Illness is defined to mean a disabling physical or mental illness, injury, impairment or condition that involves in-patient care in a hospital, nursing home, or hospice, or out-patient care requiring continuing treatment or supervision by a health care provider).

REQUESTS FOR LEAVEIn order to be entitled to the leave, the employee must give at least 30 days notice of the intended date upon which the requested leave is to commence and terminate, unless prevented by medical emergency from doing so. Employees may be requested to provide written certification from a physician caring for the person who is the reason for the leave request, which certification shall specify the probably duration of the requested leave.

SCHOOL INVOLVEMENT LEAVEAn employee who has been employed for 12 consecutive months is entitled to 10 hours of leave during any 12 month period to attend school conferences or other school-related activities for a child of whom the employee is the parent, foster parent, or guardian. A notice of 24 hours prior to the leave must be given to the employer by the employee. The leave is not required to be paid; except an employee may substitute any accrued paid vacation leave or other appropriate paid leave.

USE OF SICK LEAVE BY ADOPTIVE PARENTAny employer who allows sick time or sick leave of an employee to be used after the birth of a child shall allow the same time to be used for the placement of a child 16 years of age or less with an employee in connection with the adoption of the child by the employee.

CONTINUATION OF HEALTH BENEFITSPrior to the commencement of leave, the employee must pay his employer a sum equal to the premium required to maintain the employee's health benefits in force during the period of leave, which sum is required to be returned to the employee within 10 days following return to work.

RETURN FROM LEAVEEmployees who are granted leave under the Act are entitled to be restored to the position held when the leave commenced, or to a position with equivalent seniority, status, employment benefits, pay and other terms and conditions of employment, including all fringe benefits and service credits that the employee had been entitled to at the commencement of the leave.

PROHIBITED ACTSThe Act makes it unlawful for any employer to interface with, restrain, or deny employees the rights provided under the Act. Any discrimina-tion or disciplinary action taken against an employee for exercising his rights under the Act, or for opposing any practice made unlawful by the Act, is also prohibited.

HEALTHY AND SAFE FAMILIESand WORKPLACES ACT

State law protects employees and applicants from discrimination based on pregnancy, childbirth and related conditions. Federal law provides similar protections.

Employees and applicants have the right under state law to request a reasonable accommo-dation for conditions related to pregnancy, childbirth and related conditions such as the need to express breast milk for a nursing child. This workplace may not:

In accordance with Rhode Island General Law §28-32-1, the employer must report to the Director of Labor and Training every personal injury sustained by an employee if the injury incapacitates the employee from earning full wages for at least three (3) days or requires medical treatment, regardless of the period of incapacity. If the injury proves fatal, the report must be filed within forty-eight (48) hours. If not fatal, the report shall be made within ten (10) days of the injury.

An injured employee shall have the freedom to choose medical treatment initially. The employee’s first visit to any facility under contract or agreement with the employer or insurer to provide priority care shall not be considered the employee’s initial choice.

For more information about Workers’ Compensation procedures and benefits, call the Education Unit at (401) 462-8100 and press option #1 or TDD (401) 462-8006. If you suspect fraud, contact the Fraud Prevention Unit at (401) 462-8100 and press option #7.

If you want to request a reasonable accommodation, or if you have been discriminated against based on pregnancy, childbirth or related condition, please contact one of the following staff members:

refuse

Pursuant to RI General Law §28-57, you are entitled to sick and safe leave to address your own health and safety needs as well as those of your family. This leave may or may not be paid depending on the size of your employer and other factors as detailed in the law.

Visit www.dlt.ri.gov/wrs or call (401) 462-WAGE (9243) for more information.

Pursuant to RI General Law §28-6.14-1, it is unlawful for an employer to include on a job application any questions regarding whether an applicant has ever been arrested, charged with or convicted of any crime. Limited exceptions exist for law enforcement agencies and related positions. Employers in violation of this law may be fined between $100-$500 per offense.

Visit www.dlt.ri.gov/ls or call (401) 462-WAGE (9243) for more information.

to grant you the reasonable accommodation unless it would create an undue hardship on this employer's enterprise, business or program;

require you to take a leave if another reasonable accommodation can be granted; or

deny you employment opportunities based on a refusal to provide a reasonable accom-modation.

The prohibition against sexual harassment does not only apply to employers. It also applies to labor organizations, employment agencies, and to individuals who aid and abet an unlawful employment practice.

Sexual harassment occurs when submission to or rejection of this

conduct explicitly orimplicitly affects an individual’s

employment, unreasonably interferes with an individual’s work performance or creates an intimidating, hostile, or

offensive work environment.

Sexual harassment is a violation of state and federal laws.

If you believe you are or have been the victim of sexual harassment, contact:

RHODE ISLAND COMMISSIONFOR HUMAN RIGHTS

180 Westminster Street, Third FloorProvidence, RI 02903

401-222-2661TDD: 401-222-2664Fax: 401-222-2616www.richr.ri.gov

Report incidents of harassment to:

Name:

Address:

Phone: E-mail:

NOTICE TO EMPLOYEES

NOTICE OF RIGHT TO BE FREE FROMDISCRIMINATION BECAUSE OF PREGNANCY,

CHILDBIRTH AND RELATED CONDITIONS

STATE OF RHODE ISLANDDEPARTMENT OF LABOR & TRAINING

RHODE ISLAND PARENTAL & FAMILY MEDICAL LEAVE ACT

DISCRIMINATION IS ILLEGAL

WE ARE AN EQUAL OPPORTUNITY EMPLOYER

Name:

Title:

Location:

Phone:

Email:

Rhode IslandCommission for Human Rights

180 Westminster StreetThird Floor

Providence, RI 02903401-222-2661

TDD: 401-222-2664www.richr.ri.gov

Name Name

Phone Number Phone Number

Email address Email address

Address Address

If you have been the victim of discrimination based on pregnancy, childbirth or related conditions and/or denial of a reasonable accommodation, contact:

Rhode Island Commission for Human Rights

180 Westminster Street, 3rd Floor, Providence, Rl 02903(401) 222-2661

TTY: 401-222-2664 www.richr.ri.govRICHR/July 201

(Rev. 1/2018)

(Rev. 1/2018)

(Rev. 1/2018) 5

Workers’ Compensation Insurance Company:

Adjusting Company:

Telephone: Policy Effective Date:

In accordance with Rhode Island General Law §28-29-13, this notice must be postedand maintained in conspicuous places where workers are employed.

Fines may be imposed for noncompliance.

DWC-8 (1/2013)

WAGE AND HOUR DIVISIONUNITED STATES DEPARTMENT OF LABOR

WAGE AND HOUR DIVISIONUNITED STATES DEPARTMENT OF LABOR

Apply for benefits by completing a TDI/TCI application. TDI claims must be filed within 90 days of the first week out of work due to illness. The DLT Director may extend this period up to 26 weeks if the individual can show a good medical reason for the delay in filing. TCI claims must be filed within 30 days after the first day of leave is taken for reasons of bonding or caregiving. TDI/TCI application may be obtained online at www.dlt.ri.gov/tdi. Or call (401) 462-8420, Option #1 to request that an application be mailed to you. For additional information, visit www.dlt.ri.gov/tdi or call (401) 462-8420.

ENFORCEMENTAlleged violations of the Act may be complained of (1) in a civil action brought by an employee, (2) by a complaint filed with the DLTDirector. Civil penalties are provided for violations of the Act or any order issued by the Director of Labor and Training.

E

Visit www.networkri.org to find a career center near you.

qual Opportunity Employer/Program, auxiliary aids and services are available upon request to individuals with disabilities. TTY via RI Relay 711

Rule 5Posting of Notices

(Adopted under Section 28-44-38 of the Employment Security Act and Section 28-41-15 of the Temporary Disability Insurance Act)Every employing unit in the State of Rhode Island shall post and maintain printed notices of such form and design and in such numbers containing such information as the Director, Department of Labor and Training, may determine to be necessary to administer the Employment Security Act and Temporary Disability Insurance

Act. Such notices shall be posted in conspicuous places where the workers’ services are performed.

DLT-TX-6Rev. 01/2019

PARA MÁS INFORMACIÓN ACERCA DE LA LEY DEL SALARIO MÍNIMO DE RHODE ISLANDLlame al (401) 462-WAGE (9243); www.dlt.ri.gov/ls

DIVISIÓN DE LOS REGLAMENTOS DE LABOR Y TRABAJO,DEPARTAMENTO DE LABOR Y ENTRENAMIENTO DE RI

Reorder: LLP2-RhodeIsland www.ComplianceSigns.com

Notify OSHA within 8 hours of a workplacefatality or within 24 hours of any work-relatedinpatient hospitalization, amputation, or lossof an eye.

On-Site Consultation services are available tosmall and medium-sized employers, withoutcitation or penalty, through OSHA-supportedconsultation programs in every state.

IT IS ILLEGAL TO SMOKE ORVAPE IN THIS ESTABLISHMENT

Use of combustible tobacco products and othersimilar products, such as electronic cigarettes, are

prohibited by R.I. Gen. §§ 23-20.10-2(19) and -7.

To report a violation call 401-222-5960.

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S/M NO. : TSL601TEF0 Service Manual - archive.espec.wsarchive.espec.ws/files/DLT-32G1,DLT-37G1,DLT-42G1.pdf · Is LVDS connection Correctly connected? ... No signal : OSD is work

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DLT Event Log Troubleshooting Guide - Oracle · This manual supports the DLT™8000, DLT™ 7000, DLT™4000, DLT™2000XT, and DLT™2000. The manual is in numerical order of the

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Temporary Worker Program Worker Program One... · 2020-05-18 · Temporary Worker Program The Rhode Island Department of Labor and Training (DLT) received a Disaster National Dislocated

DLT August 2011 Retreat

DLT CAD 2004

DAT DLT Handbook